PrideStaff – Akronhttp://www.akronstaffingagency.com
Consistently provide client experiences focused on what they value most.Tue, 14 Aug 2018 00:29:04 +0000en-UShourly1http://www.akronstaffingagency.com/wp-content/uploads/2016/05/cropped-favicon-32x32.pngPrideStaff – Akronhttp://www.akronstaffingagency.com
323210 Things You Should be Doing to Encourage Creativity in Your Workplacehttp://www.akronstaffingagency.com/2018/08/02/10-things-you-should-be-doing-to-encourage-creativity-in-your-workplace/
http://www.akronstaffingagency.com/2018/08/02/10-things-you-should-be-doing-to-encourage-creativity-in-your-workplace/#respondThu, 02 Aug 2018 23:15:54 +0000http://www.akronstaffingagency.com/?p=1522If you want to stay cutting edge and on top of innovation in your chosen field, you need to help your employees find their creative sides. So, how can you do that effectively? Here are ten suggestions! Make it easy to solicit ideas. Actively asking for new ideas will give you a constant flow... Read more »

]]>If you want to stay cutting edge and on top of innovation in your chosen field, you need to help your employees find their creative sides. So, how can you do that effectively? Here are ten suggestions!

Make it easy to solicit ideas.

Actively asking for new ideas will give you a constant flow of suggestions and innovative ways to solve problems.

Stress its importance.

A company that obviously wants to hear those ideas from its employees shows that you value that innovation in order to stay competitive. If you make it a priority, so will your employees.

Put aside time for brainstorming.

Aside from a suggestion box for new ideas, give your employees actual time to come up with ideas, whether in meetings, group workshops, or even a day out. Team brainstorming is most effective because they can work off each other’s’ ideas.

Challenge the norms.

Rather than settling into a routine that can become a rut, encourage your staff to think of new ways to approach not only problems but also just how they get things done.

Do a switch-up.

Have employees look at how other businesses approach things, even if not in your industry, and see if they can adapt those methods to your company. Or simply have them shadow or job-swap for the short term to open their eyes and generate ideas.

Train them!

Employees may well know how to spitball ideas, but they may not know how to creatively solve a problem. Find a training session that actually teaches them how to brainstorm, mind-map, and think laterally to make the most of creative thought.

Accept mistakes.

Creativity goes hand-in-hand with risk-taking. Avoid penalizing employees when their ideas don’t work; allow them instead to learn from their mistakes.

Take action.

Ideas will stay ideas unless you act on them. Again, give your employees time and resources to take their ideas from the brainstorm stage to reality. Failing to do so means you failed to capitalize on innovation. Plus, employees will only come up with creative ideas if they feel you will act on them.

Recognize creativity.

We all want a little reward for our efforts. Doing so will motivate your team to keep going with their efforts. So whether it’s a friendly in-house competition or recognition for the effort, make sure to reward the creativity of your employees.

Be supportive.

Show enthusiasm for creative risk-taking and avoid making anyone feel foolish for coming forward. Always make time for ideas, no matter how “out there”.

Helping employees to think creatively will result in a constant flow of new ideas and innovations for all involved. To get creative on your next hire, work with PrideStaff.

]]>http://www.akronstaffingagency.com/2018/08/02/10-things-you-should-be-doing-to-encourage-creativity-in-your-workplace/feed/0Why Storytelling Matters in Your Interviewhttp://www.akronstaffingagency.com/2018/07/30/why-storytelling-matters-in-your-interview/
http://www.akronstaffingagency.com/2018/07/30/why-storytelling-matters-in-your-interview/#respondMon, 30 Jul 2018 14:00:53 +0000http://www.akronstaffingagency.com/?p=1520Think about your last interview – how did it go? Did you manage to simply answer the questions asked or truly pull your interviewer in? The best interviewee knows how to not only deliver the information asked but also manage to build good rapport in the process – all while not getting too chatty. So... Read more »

]]>Think about your last interview – how did it go? Did you manage to simply answer the questions asked or truly pull your interviewer in? The best interviewee knows how to not only deliver the information asked but also manage to build good rapport in the process – all while not getting too chatty. So how do you manage that balance? Give them a great story. Whether they ask you to tell a specific one or you find a way to work it in, a well-told story can help you have a great interview.

Don’t save the reveal.

Start your story with the main concept to indicate you understand the question being asked. In other words, tell the point of your story up front, then launch into the setup of how you got there. As an example, if they ask about a time when you had to deal with a difficult decision, start off by saying, “The time I had to disagree with my boss about a major project comes to mind,” rather than starting your story and giving no hint of where you’re going with it.

Set it up properly.

You also want to give proper context right away. Any good story sets up the atmosphere clearly – let them know whether your situation was positive or negative, who was involved, and what it meant for you professionally. These sorts of small but critical details give the story the proper punch it needs to make your point and keep it interesting. So, after you say your line from above, you may want to continue with, “We had been working on a project to bring in a major client for weeks and then…”

Bring yourself into the action.

As this is a story about you and your actions, once you’ve set up the problem, succinctly detail how you managed to help solve it or how you responded. Here you get to show your skills and qualifications – the main point of your story. Note that this is a great time to use “I” instead of “we”. Obviously point out what the team did but focus on yourself. So, then you might say, “I knew my boss had something in mind, but I’d done extra research that indicated a different strategy would work better,” etc.

End with closure.

Once you’ve set up the scenario, tell how your actions made the difference, whether good or bad. If you had a negative experience, add in the lessons you learned and how they’ve driven your actions (and how they’ll apply to the position you’re interviewing for!). Your story may end with, “I realized after the fact that I should have approached her earlier on in the decision-making process, but I also earned her respect by doing the research and standing my ground respectfully. It actually helped our professional relationship as a result.”

As you prepare for your next interview, have your stories ready to help yourself shine and connect with your interviewer. For more interview advice, work with the experts at PrideStaff.

]]>http://www.akronstaffingagency.com/2018/07/30/why-storytelling-matters-in-your-interview/feed/0How to Earn Your Employees’ Trust to Build Loyaltyhttp://www.akronstaffingagency.com/2018/07/20/how-to-earn-your-employees-trust-to-build-loyalty/
http://www.akronstaffingagency.com/2018/07/20/how-to-earn-your-employees-trust-to-build-loyalty/#respondFri, 20 Jul 2018 14:00:24 +0000http://www.akronstaffingagency.com/?p=1515If you want to keep your employees and reduce turnover, as well as foster loyalty, you must earn their trust. As in any relationship, trust must be earned, and companies who have managed this have used a few proven ways to make it happen. Transparency and Truthfulness Employees want to know what’s going on in... Read more »

]]>If you want to keep your employees and reduce turnover, as well as foster loyalty, you must earn their trust. As in any relationship, trust must be earned, and companies who have managed this have used a few proven ways to make it happen.

Transparency and Truthfulness

Employees want to know what’s going on in the company. If you want to establish trust, you have to do what you can to shut down the rumor mill, especially when it comes to big decisions. Regarding future goals and the current state of the company, give employees as much information as you can. Letting employees know about financial results and board meeting details tells them you trust them, which will come back to you. And transparency, even in the face of bad news, shows you have the integrity to share both the good and bad with your employees. This builds trust as well.

Avoid Giving Orders

If somebody barks at you to do something, your immediate reaction probably includes a little resentment and resistance. Very few employees like being told what to do all the time. Instead of giving orders, offer encouragement. This makes employees feel motivated and empowered to do their best. When you show trust to employees by giving them guidance and autonomy, you’ll get it back because they feel respected.

Connect

The more power a manager has, the less employees seem to trust them. Yet the manager who has a personal connection with their team, who truly knows them and relies on them, builds a relationship of trust within that team. So, take time for some small talk about shared interests and backgrounds, maybe even having lunch together regularly or stepping in when they need another hand. Doing this reminds employees it’s an “us” situation, not “us v. them”.

Be Fair

Remember the teacher’s pet in school and how it felt when that student got advantages you didn’t? That feeling of resentment doesn’t change as an adult. Avoid playing favorites in the office at all costs – employees will spot it immediately and any sense of trust will quickly erode. This also goes for keeping it professional: If you badmouth other execs or employees, those under you will wonder what you say about them when they leave the room.

Use these strategies to build trust with your employees, something every successful company has. For advice on manager-employee relationships, work with the experts at PrideStaff.

]]>http://www.akronstaffingagency.com/2018/07/20/how-to-earn-your-employees-trust-to-build-loyalty/feed/07 Innovative Leadership Approaches to Tryhttp://www.akronstaffingagency.com/2018/07/10/7-innovative-leadership-approaches-to-try/
http://www.akronstaffingagency.com/2018/07/10/7-innovative-leadership-approaches-to-try/#respondTue, 10 Jul 2018 13:00:45 +0000http://www.akronstaffingagency.com/?p=1513When considering leadership approaches, many may want to use the tried and true, sticking with what works and what others have successfully done to show their leadership skills. Yet in a business world that now has multiple generations and types of employees, you may want to try something new. After all, innovation often brings about... Read more »

]]>When considering leadership approaches, many may want to use the tried and true, sticking with what works and what others have successfully done to show their leadership skills. Yet in a business world that now has multiple generations and types of employees, you may want to try something new. After all, innovation often brings about remarkable results as well. What innovative approaches can you take to inspire others?

Authoritative

This isn’t the ogre boss you may immediately think of. This version of an authoritative leader centers on goal setting and achievement. They create a clear path to success, giving direction and then allowing employees to step up and produce the results.

Authentic

Rather than keeping a stiff upper lip at all times, the authentic leader leads with honesty and transparency, not fearing others’ opinions when they get upset about stock numbers lowering or crying when they hear about the birth of someone’s child. But they know how to balance their emotions, so they still seem reliable and strong. This type of leader has employees who feel comfortable sharing their ideas and their own passion.

Forerunner Executive

This leader works best with very skilled teams who can take their boss’ excellent example and follow it. The Forerunner has a high bar and inspires greatness in their employees. Take care to allow for innovation; this can be the one downside of using this model of leadership, although productivity is high.

Coaching

If you work at a creative company, this approach can work very well with your employees. As with sports, the coach guides employees using a “big picture” model, focusing on the end result. They encourage employees to learn through exploration and building professional strengths. The coach provides the tools, fostering an atmosphere of respect, appreciation, growth, and creativity.

Coercive

The coercive leader, similar to the authoritative, dictates everything to their employees, from planning to process. They center their leadership around compliance and productivity, solving problems as they come up. The downside: This model does not allow for creativity or innovative thinking. Most companies would not do well if they only had this type of leader – but the coercive works great during crises and as support to the other models.

Group-Think

Want to get really progressive? Use this approach, which turns the typical hierarchy on its head. With this model, the leader encourages the employees to make the decisions and the executives respond to employee needs (if you’ve ever seen an episode of “Undercover Boss”, you’ve seen this in action). The group-think works best when executives don’t get involved in everyday sales and operations or when the lower-level/customer service employees work more directly with the customers.

Democratic

This leader tends to get the most favorable response from employees, a combination of Authentic, Group-Think, and Authoritative in one package. They solicit employee and executive feedback, using communication and inspiration to foster consensus. Take care that employees have enough skill to provide the best feedback – when this occurs, the democratic leader can best lead their teams to success. They work best in everyday situations rather than times of crisis.

So, as you figure out which leadership style works best for your company, get advice and great employees from PrideStaff.

]]>http://www.akronstaffingagency.com/2018/07/10/7-innovative-leadership-approaches-to-try/feed/04 Ways to Address Common Resume Gapshttp://www.akronstaffingagency.com/2018/06/28/4-ways-to-address-common-resume-gaps/
http://www.akronstaffingagency.com/2018/06/28/4-ways-to-address-common-resume-gaps/#respondThu, 28 Jun 2018 14:00:53 +0000http://www.akronstaffingagency.com/?p=1507It happens to the best of us: Sometimes you may have some lag time between your previous job and the one you hope to get. This may seem like a terrible hole in your résumé, but it’s not the end of the world; employers recognize this will happen, especially in today’s job market. As long... Read more »

]]>It happens to the best of us: Sometimes you may have some lag time between your previous job and the one you hope to get. This may seem like a terrible hole in your résumé, but it’s not the end of the world; employers recognize this will happen, especially in today’s job market. As long as you can spin it well, most employers will understand and still consider you as a potential employee. And sometimes, a gap can even come across as a positive, something that makes you an even better candidate.

A job loss.

To put it briefly, keep it positive. Rather than bad-mouthing an employer, either openly or subtly, matter-of-factly acknowledge that you got laid off due to a “last-in, first-out” policy/downsizing/etc. and point out what you did positively while in that position, referring to a supervisor or manager who can attest to your skills and efforts.

Going back to school.

This resume gap barely counts as one, especially if it will make you more of an asset at a future job. Even if you didn’t go to school for something within your field, doing so requires intelligence and focus, skills any employer values. Make sure to mention why you went back to school and then explain how your additional degree/certificate will help you in the position you’re interviewing for.

Health reasons.

If you have an extended or chronic illness, it can sideline you enough that you have to stay home and take care of yourself. Again, keep it positive: Avoid telling a potential employer about your aches and pains (legitimate as they may be) and remember you only have to share as much as you feel comfortable revealing. Instead, simply state that you took time away from work to focus on getting better, so you could come back to work as soon as possible. Then move onto your skill set and how you’ll benefit the company.

Helping your family.

Taking time away from work to either care for a family member or focus on your own shows dedication and, frankly, an ability to multi-task and deal with stress. If you managed to keep up with your job skill set during that time, mention it. Again, stick to a brief explanation of the gap and then point out that you’re ready and eager to get back into job mode. Keep in mind as well that any employer who sees you taking time out for family as a negative reflection on you may not be one you want to work with. Most will see it as an example of your personal strength and commitment.

Truthfully and effectively explaining gaps in your resume to a potential employer will only benefit you. For any more advice on how best to do this, work with the experts at PrideStaff.

]]>http://www.akronstaffingagency.com/2018/06/28/4-ways-to-address-common-resume-gaps/feed/0Why Being a Better Listener Will Improve Your Careerhttp://www.akronstaffingagency.com/2018/06/18/why-being-a-better-listener-will-improve-your-career/
http://www.akronstaffingagency.com/2018/06/18/why-being-a-better-listener-will-improve-your-career/#respondMon, 18 Jun 2018 14:00:30 +0000http://www.akronstaffingagency.com/?p=1506When was the last time you had a conversation with someone and realized that, while that person technically heard you, they didn’t listen to a word you said? It happens far too frequently – and if you’ve found yourself in that position, you know how frustrating it feels. It’s something worth considering, especially for your... Read more »

]]>When was the last time you had a conversation with someone and realized that, while that person technically heard you, they didn’t listen to a word you said? It happens far too frequently – and if you’ve found yourself in that position, you know how frustrating it feels. It’s something worth considering, especially for your career: Hearing is a sense, but active listening is a skill, and one that’s worth working on if you want to get ahead.

What it can do for work.

First, it will help you have a better understanding of not only your assignment but also your boss’ expectations. Good listening skills allow you to build better rapport with coworkers, clients, and superiors, as well as making them feel supported. Finally, this skill will help you work better in a team, resolve problems with others, and help you truly understand what people are saying.

Use more than your ears – look like you’re listening.

Active listening also involves your eyes. Look the other person in the eye and you’ll automatically pay attention, and they’ll see that, too. Avoid interrupting so you can let them speak and mull over what they have to say before answering. You also want to sit still (fidgeting signals boredom) and nod your head to indicate agreement or understanding. Look for verbal cues that will give you further understanding and ask questions to clarify any of their points.

Make listening effective and easy.

You may want to listen well but have your own natural walls to get around, such as personal biases or prejudices, a short attention span, your own feelings (worry, anger, fear), an inability to understand someone’s accent, or difficulty hearing due to a loud background noise. Fortunately, none of these barriers are insurmountable. Awareness and a desire to listen more effectively will help you improve that skill.

A seemingly simple skill, active listening truly can have a positive impact on your career path. To take that next step down the path, work with PrideStaff.

]]>http://www.akronstaffingagency.com/2018/06/18/why-being-a-better-listener-will-improve-your-career/feed/0How to Encourage Your Employees to Be More Productivehttp://www.akronstaffingagency.com/2018/06/07/how-to-encourage-your-employees-to-be-more-productive/
http://www.akronstaffingagency.com/2018/06/07/how-to-encourage-your-employees-to-be-more-productive/#respondThu, 07 Jun 2018 17:56:24 +0000http://www.akronstaffingagency.com/?p=1505It happens from time to time: Employees who previously did well and stayed on task have slowly but surely fallen off the mark and become less focused on their work. Fortunately, you can help them find their productivity without cracking the whip too hard or coming across as a mircomanager. Encourage physical health. Sometimes employees... Read more »

]]>It happens from time to time: Employees who previously did well and stayed on task have slowly but surely fallen off the mark and become less focused on their work. Fortunately, you can help them find their productivity without cracking the whip too hard or coming across as a mircomanager.

Encourage physical health.

Sometimes employees come in sick because they feel they can’t take the time off. This has a twofold effect: It spreads germs to others and forces an employee to attempt work while not at their best, resulting in mediocre effort at most. Make sure they know the wellness programs included in a company benefits package, offer support for chronic conditions, and create a workspace that offers such options as standing desks. Suggest employees take periodic breaks to get up and move around and let them feel it’s acceptable to stay home when sick.

Help with financial stress.

When employees must pinch every penny and worry about how to pay for the unexpected (accident, illness, etc.), this causes a tremendous amount of stress that takes their focus and time away from their work. And lost productivity leading to financial stress can become a self-fulfilling prophecy if not taken care of right away. Offering financial wellness class or debt consolidator access to employees will help them manage their money and feel more in control, allowing them to stay productive instead of worrying about paying the bills.

Recognize the importance of mental health.

37 percent of people with depression do not seek treatment – and that condition costs businesses up to $35 billion a year. It’s much more than simply trying to “work through it”, and employers who recognize this will have grateful employees who can concentrate on their work rather than simply making it through the day. Make it clear that mental illness and depression are acceptable reasons to take the day off and help them find the treatment they need, taking away the stigma of living with a mental illness.

“Presenteeism”, the concept of being there but not really doing anything, can get pervasive when you as an employer don’t recognize the signs. Doing what you can to alleviate the big triggers will help your employees stay productive. To find your next great employee, work with PrideStaff.

]]>http://www.akronstaffingagency.com/2018/06/07/how-to-encourage-your-employees-to-be-more-productive/feed/0How to Prepare for an Important Second Job Interviewhttp://www.akronstaffingagency.com/2018/05/30/how-to-prepare-for-an-important-second-job-interview/
http://www.akronstaffingagency.com/2018/05/30/how-to-prepare-for-an-important-second-job-interview/#respondWed, 30 May 2018 14:00:22 +0000http://www.akronstaffingagency.com/?p=1502The fact that you got through the first interview felt nerve-wracking and thrilling enough, and now you discover you’ve made it to the next level, the coveted second interview. How do you prepare for this one differently than you did for the first? How do the expectations differ? Specifics. The first interview tends toward more... Read more »

]]>The fact that you got through the first interview felt nerve-wracking and thrilling enough, and now you discover you’ve made it to the next level, the coveted second interview. How do you prepare for this one differently than you did for the first? How do the expectations differ?

Specifics.

The first interview tends toward more “broad strokes”; the second will include more pointed questions. They want to know more detail about what you put on your resume, so expect to talk specifically about what you’ve done at your most recent job. This is also a chance to show that you know the details of your employer so when they ask what you would do during your first year to make a name for yourself, you can answer fully.

New people.

This time around, you’ll likely interview with different people, possibly even a panel interview so four (or more) people can get to know you simultaneously. This may include anyone from executives to potential co-workers to managers.

Wrapping up from last time.

If any of your answers from the first interview had loose ends to tie up, that will happen here, so expect to follow up on anything that felt unfinished. Your original interviewer may also have wanted to cover something but ran out of time, or you didn’t feel you answered a question as fully as possible. Prepare to respond to such questions this time around.

Unusual questions.

Now that the interviewers have a pretty good idea of the you that comes from your cover letter and resume, they may well throw questions at you that have nothing to do with the interview to see how you’ll respond. They want to see how you think on your feet, as well as some of your true personality and possibly your problem-solving skills (“If you don’t get this job, what’s your backup plan?”)

Preparing for the second interview has different stresses than the first, but in the same way, that preparation will help you feel ready for whatever they might throw at you. For interview help and advice, work with PrideStaff.

]]>http://www.akronstaffingagency.com/2018/05/30/how-to-prepare-for-an-important-second-job-interview/feed/04 Cybersecurity Trends that Threaten to Impact Your Businesshttp://www.akronstaffingagency.com/2018/05/16/4-cybersecurity-trends-that-threaten-to-impact-your-business/
http://www.akronstaffingagency.com/2018/05/16/4-cybersecurity-trends-that-threaten-to-impact-your-business/#respondWed, 16 May 2018 14:00:59 +0000http://www.akronstaffingagency.com/?p=1492You’ve thought extensively about your personnel, your budget, and your goals for the year, but have you considered how much of that depends on functioning computers and internet? As technology improves, so does the ability of hackers to commit cyberattacks. While it’s difficult to entirely stay on top of the latest software and hardware trends... Read more »

]]>You’ve thought extensively about your personnel, your budget, and your goals for the year, but have you considered how much of that depends on functioning computers and internet? As technology improves, so does the ability of hackers to commit cyberattacks. While it’s difficult to entirely stay on top of the latest software and hardware trends – and the hackers who follow – do what you can as a business to keep your network as safe as possible.

Rising costs.

The increase in cyberattacks in both scope and depth mean it will cost more to arm yourself against them. In fact, ransomware cost organizations about $1 billion in 2016 alone, spiking 6000%. But the cost comes from more than just paying hackers: When your business gets hacked, it means a potential loss of trust from consumers and clients. Nobody wants to associate with a company that allows their personal data to be breached and used. It also costs money to prepare against cyberattacks – the older your machines, the easier someone can hack them. So, you’ll need to bring on specialized talent to head your network security.

Hard-to-find talent.

The problem with the latter? The number of people who have the requisite skills is small. Work to find a tech security person with the background needed to adequately protect your company’s tech environment. Heavy competition leads to you needing creative and monetary solutions to bringing on the right person for the job.

Hackers find new ways in.

While cloud advancements and Internet of Things mean we do not have to worry about storage space or crashed computers, it also makes for vulnerable attack points of entry. IoT items can become weaponized (not even teddy bears are exempt) to steal confidential data and attack other websites. Consider the fact that employee mobile phones are at risk for revealing corporate data because organizations don’t have as much control over them. You must plug the holes you have and then keep a sharp eye out for those new ones that will inevitably appear.

Be as aware and up-to-date as possible on new threats to your network through updates and even innocent innovations. Make sure you have cybersecurity talent who know what they’re doing and will stay vigilant with your systems. For advice on how to find that person, work with PrideStaff.

]]>http://www.akronstaffingagency.com/2018/05/16/4-cybersecurity-trends-that-threaten-to-impact-your-business/feed/05 Inexpensive Ways to Retain Employees and Prevent Costly Turnovershttp://www.akronstaffingagency.com/2018/05/02/inexpensive-ways-to-retain-employees-and-prevent-costly-turnovers/
http://www.akronstaffingagency.com/2018/05/02/inexpensive-ways-to-retain-employees-and-prevent-costly-turnovers/#respondWed, 02 May 2018 20:29:38 +0000http://www.akronstaffingagency.com/?p=1488You want to keep your quality employees, but what about managing that and retaining a budget? Just remember: Making an investment in a good hire now means less turnover – and less cost for you – down the road. Fortunately, you can also find ways to do just that and not break the bank in... Read more »

]]>You want to keep your quality employees, but what about managing that and retaining a budget? Just remember: Making an investment in a good hire now means less turnover – and less cost for you – down the road. Fortunately, you can also find ways to do just that and not break the bank in the process.

No-work birthdays.

While this may seem meant for children, many of us still retain that thrill of excitement when it comes to our “special day”. Employees will view it as a sort of “bonus day off”, and if you post it as part of a job description, many candidates will take notice that you as a potential employer care about your employees and want to make that investment.

Volunteer opportunities.

Want to bring employees together? Harness some of that positive vibe that inevitably comes with helping others and spread it to your team. Such an atmosphere allows clients to get to acquainted in a less formal setting as well, potentially leading to closer bonds and friendships that will carry over into the workplace, all while giving back to the community.

Cookout Fridays.

For the BBQ crowd both meat-eating and not, once the weather warms up, here’s a great way to get together and acknowledge that it’s once again valuable to give employees a chance to connect on a less formal basis. Supply the burgers and encourage employees to bring in sides. Pro Tip: Favorite recipes (or stores) make for easy conversation starters.

Demonstrate appreciation for a job well done.

Much like birthdays, no matter the age, employees like it when the boss says, “Thank you” or acknowledges their contribution in some way. Whether a quick verbal or text/email, giving credit where it’s due. Plus, it shows your employees that you see the good work they do; too often employees only connect with a superior when they’ve done “something wrong”.

Get a feedback loop going.

Similarly, your workers want and need feedback to continue doing their jobs well. Yet sometimes employees won’t hear anything one way or another for weeks, getting feedback only when they’ve done something wrong. Whether formal or a quick five-minute check-in, regularly offer your employees feedback on their performances – and give them opportunities to give you some healthy critique as well.

None of these ideas costs too much, but the act of doing them is priceless because it builds a company where employees will want to stay and do their best for you. For advice on finding that next great hire, work with PrideStaff.